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Best Practices for Creating an Employee Performance Review Program

Nowadays, the term “performance review” inspires chills in the spines of managers and executives alike. The practice has become a bit taboo as more ...
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3 Steps to Build Purpose into Your Work Culture

Your company exists for a reason: The founders saw a problem in the world and they came up with a profitable solution. For employees at the top levels of the company, this may be obvious; they probably know exactly what their job is working to solve. Employees who are farther down the line may not be so lucky. In fact, an alarming 61% of employees don’t even know what their company’s mission statement is.
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Get Started Today! 5 Tips On Giving Better Performance Reviews

Performance management is constantly evolving. A process once shunted into a once a year, anxiety-riddled meeting, has morphed into a more constant feedback loop between managers and their employees that occurs quarterly, monthly, even weekly.
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Why a Growing Number of Employees Are Not Impressed with How Performance is Managed

No matter which seat you’re sitting in, managing the performance of the organization will affect your daily work. Hitting productivity goals is reliant on the work done every minute of every shift, yet too many companies use annual performance reviews as the basis of our management programs. Unfortunately, even that statement is a simplification of a very complicated problem.
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How to Get the Most Out of Self-Appraisals

When it comes down to writing a great self-appraisal, a lot of questions come to mind. What are they used for? How are you supposed to promote yourself without coming off as a show-off? Is this really the best use of my time? For the last question, it honestly depends. For some companies, self-appraisals are nothing more than a formality; But used correctly, they can have a big impact on your career.
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The Idiosyncratic Rater Effect & How It’s Ruining Your Performance Reviews

You’ve been a manager for some time, and you have a pretty good read on most people. Or, at least, you’d like to think you do. You strive to rate employees in the most objective way possible, but if you’re doing it based only from your own perspective, reviews are not as effective as they could be. If anything, they are really more of a reflection on yourself, not your employees or colleagues. Marcus Buckingham, in a Harvard Business Review article, states: “...on average, 61% of my rating of you is a reflection of me.”
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What Creating an Ongoing Employee Engagement Model Does for Your Company

Employee engagement is a popular topic in the HR space and has become a major challenge for businesses. A new generation in the workforce demands it, widespread use of technology enables it and a fast-paced environment makes its meaning ever clearer --  all the factors contribute to employee engagement becoming more important than ever. Companies with engaged employees outperform those without by up to 202%... the bottom line clearly proves its efficacy.
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